Human resource developmentBasic ideas on hiring and employmentTokai Carbon guarantees fair employment opportunities for all individuals and considers only aptitudes and strengths in making hiring decisions. We make no distinctions based on race, geographic origin, nationality, age, gender, sexual orientation, or disability.In hiring recent college graduates, we seek goal-oriented, self-directed individuals who welcome challenges, are problem solvers, and will cooperate with others. When it comes to mid-career hires, we look for people who have skills that respond to our overseas business development, technical development, and other business needs.Evaluations, compensation, and human resource developmentIn line with our long-term vision of being “A Global Carbon company Contributing to a Better Society,” Tokai Carbon devotes significant attention to human resource development as a way to heighten internationalism and our ability to create value – two of the themes of our basic philosophy. We aim to further strengthen the capabilities of our employees and improve our value creation capabilities as an organization. We clearly define the roles and objectives for individual employees and, to promote career development, we have established systems for attaining professional qualifications, managing objectives, and self-assessment.Work-life balanceTokai Carbon allows employees to take childcare leave for up to two years following the birth of a child, and nursing care leave for a total of 93 days per family. Employees may also work shortened hours up to the time their children enter elementary school. These benefits exceed statutory standards and give employees a relatively high level of flexibility in meeting family needs.Regarding annual paid leave, our policies offer even greater flexibility with not only planned leave of at least five days but also systems for taking half days and accumulating expired leave.Promoting diversityContinuous employment systemWe have established a re-employment system that enables motivated and skilled elderly workers to continue their employment for five continuous years after the mandatory retirement age. In 2018, we continued the employment of all 28 people who requested to stay on. To enhance our ability to consistently secure human resources, and to encourage even greater use of the system, we are planning to increase the annual compensation for re-employed workers beginning in 2019.Opportunities for womenIn 2018, Tokai Carbon formulated an action plan for promoting the careers of women. Under this plan, our goals over the two-year period beginning April 2018 and extending to March 2020 are to increase the hiring of female new graduates to at least 30% of people taken on for career-track positions and to foster a workplace environment that encourages women to continue working even after giving birth and as they proceed to raise their families.Expanding hiring of people with disabilitiesAs of June 1, 2018, people with disabilities made up 1.64% of Tokai Carbon’s workforce. This figure is lower than the legally mandated rate, which we are actively working to achieve by creating working environments where people with disabilities can succeed.Consolidated employment figures by region(individuals)Data Points201320142015201620172018Japan1,2581,2701,2731,2151,2261,258North America26102114103249*660Europe268252251244251268Asia364440454418416758Total1,9162,0642,0921,9802,1422,944Work-life balance data (Tokai Carbon Co., Ltd.)Data Points20172018Employees returning from childcare leave100 %100 %Employees taking family care leave0 individuals0 individualsAvg. percent of annual paid leave taken52.3 %50.0 %Avg. overtime hours per month9.9 hours12.2 hours* The 2017 employment figure for North America rose by approximately 140 people following the November 2017 acquisition of TOKAI CARBON GE LLC.38TOKAI CARBON ANNUAL REPORT 2018
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